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HR Resource Management
in an Organization
"Human Resource Management System is a systematic procedure for collecting, storing, maintaning
and validating data needed by an organization about its human resources."
HRMS shapes an interaction between human resource management and information technology. It
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merges HRM as a discipline and in particular its basic HR activities and processes with the information
technology field, whereas the planning and programming of data processing system evolved into
standardized routines and packages of enterprise resource planning[ERP] software. On the whole,
these ERP System have their origin on software that integrates information from different applications
into one universal database. The linkage of its financial and human resource modules through one
data base is the most important distinction to the individually and propriety developed predecessors,
which make this software rigid and flexible.
"HRMS is the handy software application helps the employer take care of the host of human resource
functions using just one handy tool."
Rather then taking employees attendance in one database program and employees performance
reviews in another word processing program , an employer can use HRMS to consolidate all of that
data into one convenient employee profile system.
Using HRMS, an employer can configure payroll and benefits systems create and manage training
systems and even track performance review. This kind of electronic data tracking makes managing
employees needs much easier and enables employees to focus on other needs. Even if an employer
does have a human resource director, HRMS can streamline the process of keeping track of
employees payroll, benefits and review data.
Application of HRMS
Training management
Risk management
Turnover analysis
Succession planning
Flexible-benefits administration
Legal requirement
HRP
Accident reporting
Financial planning
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Strategy planning
HRM
HRM is a management which relates to the recruit, selects and develops members for on organization.
In HRM all work done under traditional System.
HRMS
Human Resource Management System is a systematic procedure for Collecting storing maintaining
and validating data needed by an organization about it human Resources. In HRMS all works done in
computer it based on new technology. Different types at HRMS Software available in market.
The Human Resource Management System (HRMS) modules aim is to manage employees
information by paperwork in the personal department. HRMS is the most important at HRM because it
provides systematic and accurate information about the employees of the organization.
5. Improving manpower plan and the effective utilization of manpower across the organization.
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(2) Recruitment
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1. Payroll
3. Benefits of administration
4. HR management
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Payroll module
The payroll module automates the pay process by gathering data on employee time and attendance,
calculating, various deductions and taxes, and generating periodic pay cheques and employee tax
reports
It applies new technology and methods (time collection devices) to cost effectively gather and evaluate
employee time/work information. The most advanced modules provide broad flexibility in data
collection methods, as well as labor distribution capability and data analysis features.
Permits HR professionals to easily administer and track employee participation in benefits programs
ranging from healthcare provider, insurance policy, and pension plan to profit sharing or stock option
plans
Is a components component covering all other HR aspects from application to retirement. The system
records basic demographic and address data, selection training and development capabilities and
skills managements, compensation planning records and other related activities.
In short HR activities shit away from paper based processes to using self-services functionalities that
benefits employee, managers and HR professionals alike.
Process of HRMS
As with any major change, proper planning is an absolute necessity for successful implementation of
an HRMS, the steps outlined below describe the specific procedures involved in successfully
developing and implementing an HRMS.
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Inception of idea :
The idea for having and HRMS must originate somewhere. The originator of the idea should prepare a
preliminary report showing the need for an HRMS and what can do for the organizations.
Feasibility study :
Feasibility study evaluates the present system and details the benefits of HRMS. It evaluates the costs
and benefits of HRMS.
The project team should consist of an HR representative who is knowledge of about the organizations
HR function and representative from both management information system and payroll.
A statement of requirement specific in detail exactly what is the HRMS will do. A large part of the
statement of requirements normally deals with the details of the reports that will be produced. the
statement also describes other specific requirements.
Vendor Analysis :
This step determines what hardware and software are available that will best meet the organizations
need for the lowest price.
After a vendor has been selected , a contract must be negotiated. The contract stipulates the Vendors
responsibilities with regard to software, installation, service, maintenance, training, and documentation.
Training :
First, the member of the project team are trained to use the HRMS.
Prior to start up of the system, data must be collected and entering into the system.
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Once the system has been tailored to the organizations need and the data entered the periods of
testing follows. The purpose of the testing is to verify the output of HRMS and to make sure it is doing
what it is supposed to do.
Starting Up :
Start up begins when all the current actions are put into the system and report are produced. Even
through the system has been tested, some additional errors often surface during start up.
Running in parallel :
Even after the new HRMS has been tested, it is desirable to run the new system in parallel with the old
system for a period of time.
Maintenance :
It normally takes several of weeks or even months for the HR people to feel comfortable with the new
system. During the stabilization period, any remaining errors and adjustment should be handled.
Evaluation :
After the HRMS has been in place for a reasonable length of time, the system should be evaluated.
Components of HRMS
Hardware resources
Software resources
Data resources
Model resources
Human resources
Benefits of HRMS
HRMS provides a lot of information a lots of benefits to an organization. with the help of HRMS work
become shorter, faster and more efficiently to manage every aspect of organization benefits are as
follows;-
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Increase productivity
Specific HRMS objective should be outlined on the basis of the type of performance required to
environment.
It should be recognized that the software which are selected according to organization
As the project acquires new data collection system of employees applies them in job situations.
System should be easy to understand by employees and feasibility of system also an important
thing.
To know the Distinction of Human Resource Management (HRM) and Human Resource
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To know how help the HRD department to evaluate the effectiveness of the HRMS program.
To know how help the HRD department to know the importance of the HRMS.
To know help the HRD department understand the need of the organization.
Project Description :
Organization - 62 Pages
This project is our paid category, its cost is Rs. 2499/- only without Synopsis and Rs. 2999/- only with
synopsis. If you need this project, mail us at this id : bkm.7899@gmail.com or Call me at
+91-8398957646.
We will send you a hardcopy with hard binding and a softcopy in CD from courier.
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Mphil Thesis
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